Frequently Asked Questions
Our Frequently Asked Questions help you make an informed decision about our HR Services.
Why Bedrock?
We have asked our clients this question and and also why they stay with us and the most frequent answers are:
- Advice is pragmatic and not overly risk averse. We know that Bedrock will try to meet our objectives whilst helping us to understand the risk.
- Bedrock team members take time to get to know our business so it feels like they understand the pressures and challenges before issues arise.
- Bedrock are not to big to be personally involved and the advice given and actions taken are delivered with care and attention to detail.
- Bedrock are not too big to adapt to our needs, neither are they too small to provide a regular and consistent service
- We feel that no question is stupid and that Bedrock will patiently explain your options.
- Bedrock have been great at managing contracts and HR tasks we don’t have capacity for.
- The fact we have someone who understands the business as if they were an in-house function is useful and reassuring.
- When implementing procedures it felt like it was our process and we were in control of it.
In summary, we have a small CIPD qualified team with 50 years HR experience between us across many sectors, this means that while you have a dedicated HR Business Partner, there is the experience of the whole team to draw on.
We are professional but also friendly and supportive. We want to build relationships that last.
Finally, we aim to provide a service that is the same or better than an in-house HR professional can provide, being available and committed in the same way but at a small proportion of the cost.
Why do I need HR support?
Unlike accountants producing statutory accounts, there is no legal requirement to have the involvement of HR practitioners in the management of your organisation.
However, reducing the risks associated with employment (incorrect contracts, policies and actions) may be appealing as well as making the most of your investment in employees (performance, engagement and development).
Managing people is also time consuming and our expertise and experience can be used to reduce the wear and tear that you face as an owner / manager. You may have someone in house who manages HR administration, we can provide the professional support and extra capacity that they may need from time to time.
What are the best ways to reduce risks?
Ensure that you set clear expectations for your employees, grounded in an accurate job description and clear performance review procedures.
Ensure that your contracts are watertight, make sure that any restrictions on the activities of individuals whilst employed and after leaving are clearly defined and defendable in law.
Ensure you have a clear and effective onboarding and performance review process.
Ensure that you understand the steps that you are allowed to take to deal with poor performance and ending employment. Focus on engaging your employees to maximise their discretionary effort and contribution to the organisation.
How can Bedrock help with recruitment?
We work with you to define the role, work out where it sits in your team and suggest appropriate terms and conditions and then help you to draw up a job description and contract.
We can then advise on where to advertise (agency, on-line, linked in etc) and then help you with the recruitment process from shortlisting through interview, offering the role, providing the contract and then onboarding.
How can Bedrock help with performance issues?
Firstly we will listen to you and find out the background and context to your concerns. Depending on the issue and any previous discussions with the employee, we will suggest a plan for managing the situation.
Informal action is usually the first route, whether that is a simple conversation and agreement of behavioural changes required or whether that is setting targets to be achieved we can help you to formulate these. If there is a repeated shortfall in required standards, we can guide you through disciplinary or capability procedures, if you have none in place we can provide these or fall back on ACAS guidance.
We will document the process followed and provide the necessary formal letters. If after trying other routes it is necessary to end employment, we can guide you through this, in the background or leading / advising in meetings. We will follow up with appropriate documentation formal letters.
How can Bedrock help with managing life events?
Absence can be a problem in any organisation, and the law and best practice must be considered in any situation.
Firstly we listen and understand the context and the challenges posed to the business of absence, either by way of short term absence (e.g. time off for appointments) or longer term absence (e.g. maternity, long term illness). Secondly we look at the options available, will a change in working hours be needed or who can cover the work in the absence of the individual employee or is it necessary to take on additional resources.
We then plan the communication with the individual and how this will be delivered and join you in the meeting or provide an outline script for you. We provide follow up letters as appropriate.
How does Bedrock charge for its services?
There are three ways in which we charge for our services:
Retained Services: Our most popular service is the monthly retained service. This service suits many clients with a regular support requirement and allows time for us to get to know your organisation and the people within it so that when an issue comes up we are familiar with the context already. This is the closest arrangement to an in-house department with one key difference, you don’t need an HR manager on the payroll.
Many clients need the full range of services but for a limited and variable amount of time per month. In our experience, retained services clients stay with us for regular and ongoingsupport from one day a month to several days, depending on their needs. Retained clients have a dedicated CIPD qualified HR Business Partner.
‘Pot of hours’ clients: Also known as ‘Call off’ basis – time is purchased in blocks in advance which allows flexibility to use our services as and when you need them. Examples of what these hours could be used for include setting up or reviewing contracts, policies and procedures and employee handbooks. The fee is based on the number of hours purchased on a sliding scale.
Project basis: We respond to the need as it arises and you pay for our time as it is used, or we agree a fee for the project in advance. Examples of a project may be a redundancy consultation process, complex investigations such as a disciplinary or redundancy process, or a review of all terms and conditions of employment.
